Spanx Manager Interview Questions
& Process

I spoke with a recruiter, the hiring manager, and the HM's boss, all individually. The recruiter texted good luck wishes before interviews and called afterward with repetitive questions about how it went, highlights, and any miscommunications. Asking those over the phone during the process felt odd; a written survey might be better. The first two interviews went well, but the third was peculiar. The interviewer seemed to be searching for reasons not to hire me and pointed out negative aspects of the company, like 10-hour workdays and constant Zoom meetings. It's concerning when they mention these downsides themselves. I got a standard rejection, which is probably for the best.

The interview process began with a background check, followed by a skills-based interview. During this skills interview, I was required to provide examples of my work and back them up with quantifiable results. I met with several upper management directors who are no longer with the company. Many of the employees I met have since been laid off or left voluntarily. Several departments have undergone complete turnover twice in the last few years. Existing long-term employees tend to resist new hires with phrases like "this is the way we have always done it," "we were responsible for growing the company," "we do not work like other companies," "we have a high turnover," "there is no growth here," "we are paid less than other companies," and "you are lucky to work here." They also mentioned that "not many people fit in."

It started with the hiring team asking about my interest in the role, my background and experience, compensation expectations, and if I was open to relocation. Then there was a panel interview with the team I'd be joining. Finally, senior managers or directors conducted individual behavioral interviews.